Golden Entertainment, Inc. To Pay $100,000 To Settle EEOC Sexual Harassment Lawsuit

BALTIMORE – Golden Entertainment, Inc., the former owner and operator of Rocky Gap Casino in Flintstone, Maryland, has agreed to pay $100,000 and implement comprehensive sexual harassment prevention training for its managers, supervisors, and employees, as well as provide other significant relief to settle a sexual harassment and retaliation lawsuit, the U.S. Equal Employment Opportunity Commission (EEOC) announced today.

According to the EEOC’s lawsuit, a male bartender at Rocky Gap Casino subjected a female bartender to sexual harassment, which included sexual comments and groping the female bartender’s buttocks. The female bartender complained to her supervisors about the harassment, but the casino continued to assign her to work with the harasser, and the harassment persisted. The male bartender made it clear to the female bartender that nothing would happen to him. Following further complaints, the casino reassigned the female bartender away from the male and to a less lucrative station, ultimately forcing her to leave the employer.

Such alleged conduct violates Title VII of the Civil Rights Act of 1964, which prohibits harassment based on sex. The EEOC filed the suit (EEOC v. Golden Entertainment, Inc., Civil Action No. 1:20-cv-02811-LKG) in U.S. District Court for the District of Maryland, Northern Division, after first attempting to reach a pre-litigation settlement through its voluntary conciliation process.

In addition to the $100,000 in monetary relief for the female bartender, the three-year consent decree resolving the suit enjoins the company from harassment based on sex and requires the creation of a revamped sexual harassment policy that includes procedures for reporting and investigating harassment. The company will also report to the EEOC on how it handles any sexual harassment complaints.

“Sexual harassment is common in the hospitality industry, and managers of these businesses must be vigilant in protecting employees,” said EEOC Regional Attorney Debra M. Lawrence. “Hospitality employees and managers are often trained to be relaxed, friendly, and create a fun, casual environment. However, it must always be clear that this does not mean engaging in, tolerating, or failing to remedy sexual harassment.”

Baltimore Field Office Director Rosemarie Rhodes said, “When there is a report of sexual harassment, the employer must conduct a thorough investigation. This requires more than questioning the alleged victim and the alleged harasser. Everyone who could have witnessed the alleged conduct and everyone with sufficient contact with the harasser should be interviewed. Available physical evidence such as security camera footage must also be reviewed.”

For more information on sexual harassment, please visit https://www.eeoc.gov/sexual-harassment. For more information on retaliation, please visit https://www.eeoc.gov/retaliation.

The EEOC Philadelphia District Office has jurisdiction over Pennsylvania, Maryland, Delaware, West Virginia, and parts of New Jersey and Ohio. The legal staff of the EEOC Philadelphia District Office also prosecutes discrimination cases arising from Washington, D.C., and parts of Virginia.

The EEOC advances opportunity in the workplace by enforcing federal laws prohibiting employment discrimination. More information is available at www.eeoc.gov . Stay connected with the latest EEOC news by subscribing to our email updates.